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D.C. Municipal Regulations (Last Updated: September 13, 2017) |
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Title 6. PERSONNEL |
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SubTilte 6-B. GOVERNMENT PERSONNEL |
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Chapter 6-B14. PERFORMANCE MANAGEMENT |
Section 6-B1499. DEFINITIONS
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When used in this chapter, the following terms shall have the meaning ascribed:
Annual performance evaluation - a process for determining how well an individual employee has performed the performance expectations established in the performance plan for the review period.
Competency - a type of performance expectation that consists of the critical knowledge, abilities, skills and personal characteristics necessary for satisfactory performance. They are linked to the specific duties performed in a particular work unit but focus strongly on the individual employee.
Electronic signature - a technologically neutral term indicating various methods of signing an electronic message that: (a) identifies and authenticates a particular person as a source of the electronic message; and (b) indicates such person’s approval of the information contained in the electronic message. Examples of electronic signature include: Personal Information Numbers or “PINs,” user identifications and passwords, digital signatures, and hardware and biometric tokens.
Individual development plan (IDP) - a development tool that identifies training and learning activities that will help an employee enhance the knowledge, skills, and abilities needed to perform work duties and prepare the employee for future career advancement.
Mid-year progress discussion - a formal meeting between a supervisor and employee to discuss the employee’s performance and development at the midpoint of the review period.
Multi-source feedback - a tool used to assess employee performance that involves several sources (i.e., peers, employees, supervisors, customers) that have reliable information of an employee services or work products. This is commonly known as “360 degree feedback.”
Performance expectations - S.M.A.R.T. goals and competencies that describe what and how work is to be performed. Performance expectations are established by the supervisor and employee at the beginning of a review period.
Performance improvement plan (PIP) - A performance management tool designed to offer the employee an opportunity to demonstrate improvement in his or her performance.
Performance management - the systematic process by which an agency involves its employees, as individuals and members of a group, to ensure the accomplishment of agency mission and goals.
Performance management period - the length of time covering the performance planning and evaluation process. It goes from the beginning to the end of the fiscal year.
Performance plan - the formalized process of identifying and communicating the organizational, work unit, and individual goals expected of the employee. The Performance Plan consists of the following: Competencies, S.M.A.R.T Goals, and an Individual Development Plan.
Performance rating - the value assigned to each performance expectation and the employee’s overall performance based on a supervisor’s or, in the absence of the supervisor the reviewer’s, assessment of an employee’s performance during the review period.
Probationary employee - a Career Service employee occupying a position subject to the completion of a probationary period, to include employees in term appointments.
Rating official - the final rating authority in the annual performance evaluation process, who is either the employee’s supervisor, or, in the absence of the supervisor the reviewer.
Request for review - the process in which an employee requests a formal review of the overall performance rating received during the review period.
Reviewer - a supervisor, agency head, or agency head designee responsible for reviewing and approving the annual performance evaluation completed by a rating official.
Self-evaluation - the process in which the employee provides a self-assessment of the employee’s performance based on the established performance expectations during the review period.
S.M.A.R.T. goals - a type of performance expectation that consists of goals that are Specific, Measurable, Attainable, Realistic, and Time-Related.
Supervisor - an individual having the authority, in the interest of the employer, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or responsibility to direct them, or to adjust employee grievances, or effectively to recommend such action, if in connection with the foregoing the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment. For the purposes of this policy, “supervisor” also means “manager”.